This study examined the effectiveness of intelligent tutoring system instruction, grounded in John Anderson's ACT theory of cognition, on the achievement and attitude of developmental mathematics students in the community college setting. The quasi-experimental research used a pretest-posttest control group design. The dependent variables were problem solving achievement, overall achievement, and attitude towards mathematics. The independent variable was instructional method. Four intact classes and two instructors participated in the study for one semester. Two classes (n = 35) served as experimental groups; they received six lessons with real-world problems using intelligent tutoring system instruction. The other two classes (n = 24) served as control groups; they received six lessons with real-world problems using traditional instruction including graphing calculator support. It was hypothesized that students taught problem solving using the intelligent tutoring system would achieve more on the dependent variables than students taught without the intelligent tutoring system. Posttest mean scores for one teacher produced a significant difference in overall achievement for the experimental group. The same teacher had higher means, not significantly, for the experimental group in problem solving achievement. The study did not indicate a significant difference in attitude mean scores. It was concluded that using an intelligent tutoring system in problem solving instruction may impact student's overall mathematics achievement and problem solving achievement. Other factors must be considered, such as the teacher's classroom experience, the teacher's experience with the intelligent tutoring system, trained technical support, and trained student support; as well as student learning styles, motivation, and overall mathematics ability.

Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization. Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable. The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.

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<p>The significance of the role of virtues in guiding people’s behaviours has been extensively discussed in the ethics literature. In leadership research, however, the concept of virtues has not been systematically examined. In this thesis, I propose two concepts, leader virtues and virtuous leadership, positioning the former as antecedent to the latter. I then identify six cardinal leader virtues (i.e., courage, temperance, justice, prudence, humanity and truthfulness) and develop an 18-item scale to measure them. Furthermore, I propose and empirically test a virtues-based model of leadership. Based on a sample of 230 leader-follower dyads, I found that virtuous leadership associates positively with followers’ perceptions of ethical leadership and leader effectiveness, and with follower ethical behaviours and in-role and extra-role performance as evaluated by leaders. Moreover, virtuous leadership positively predicts leader and follower self-reported happiness and life satisfaction. A discussion of the limitations to this research, applied implications of my findings, and future research directions conclude this thesis.</p> / Doctor of Business Administration (DBA)

Denna studie syftar till att öka förståelsen för hur en HR-funktion med hjälp av olika HR-aktiviteter, kan främja implementeringsprocessens resultat före, under och efter en större organisationsförändring. Studien utgår från en kvalitativ metod med kvantitativa inslag och bygger på en abduktiv ansats. Insamling av primärdata bygger på semistrukturerade intervjuer och en enkätundersökning med medarbetare, förändringsledare, HR-funktion och ledning inom förvaltningen support och lokaler i Skellefteå kommun. Resultatet av studien tyder på att även om det finns en väletablerad HR-funktion inom organisationen, så återfinns barriärer som försvårar implementeringens senare del, där HR-aktiviteter har använts under förändringsprocessen. Studien kan därmed ses bidra till en djupare förståelse kring hur en HR-funktion tillsammans med HR-aktiviteter kan främja resultatet av större organisationsförändringar under hela processen. Vårt resultat belyser även att HR-aktiviteter kan ha en betydande roll för huruvida resultatet av en större organisationsförändring kan anses som lyckad eller ej. Vi ser därför att vårt resultat kan fungera som ett stöd för en ledning som har för avsikt att genomgå en större organisationsförändring med stöd från en HR-funktion. Vi ser också att studien kan fungera som ett hjälpmedel för chefer och ledning som utforskar möjligheten till att genomföra en större organisationsförändring med ett positivt resultat med hjälp av HR-aktiviteter. / Denna studie syftar till att öka förståelsen för hur en HR-funktion med hjälp av olika HR-aktiviteter, kan främja implementeringsprocessens resultat före, under och efter en större organisationsförändring. Studien utgår från en kvalitativ metod med kvantitativa inslag och bygger på en abduktiv ansats. Insamling av primärdata bygger på semistrukturerade intervjuer och en enkätundersökning med medarbetare, förändringsledare, HR-funktion och ledning inom förvaltningen support och lokaler i Skellefteå kommun. Resultatet av studien tyder på att även om det finns en väletablerad HR-funktion inom organisationen, så återfinns barriärer som försvårar implementeringens senare del, där HR-aktiviteter har använts under förändringsprocessen. Studien kan därmed ses bidra till en djupare förståelse kring hur en HR-funktion tillsammans med HR-aktiviteter kan främja resultatet av större organisationsförändringar under hela processen. Vårt resultat belyser även att HR-aktiviteter kan ha en betydande roll för huruvida resultatet av en större organisationsförändring kan anses som lyckad eller ej. Vi ser därför att vårt resultat kan fungera som ett stöd för en ledning som har för avsikt att genomgå en större organisationsförändring med stöd från en HR-funktion. Vi ser också att studien kan fungera som ett hjälpmedel för chefer och ledning som utforskar möjligheten till att genomföra en större organisationsförändring med ett positivt resultat med hjälp av HR-aktiviteter.

Управление персоналом – это установление организационно-экономических, социально-психологических и правовых отношений субъекта и объекта управления с целью получения качественного персонала. На примере организации «Французский пекарь» можно проследить то, как происходит развитие рынка кофеен с течением времени и как меняется стратегия управления персоналом при масштабировании. Объектом исследования данной выпускной квалификационной работы магистра является управление персоналом на предприятиях общественного питания. Предмет исследования – персонал предприятия общественного питания. Цель исследования – выявить особенности и проблематику в работе с персоналом на предприятиях общественного питания и проанализировать технологии управления персоналом на предприятиях общественного питания на примере сети кофеен Французский пекарь. Исходя из поставленной цели, в работе решаются следующие задачи -раскрытие понятия «управления персоналом» и ее целей, рассмотрение теоретических основ системы управления персоналом на предприятиях общественного питания, проанализировать рынок кофеен России и Екатеринбурга в частности и изучить организацию системы управления персоналом в кофейне «Французский Пекарь». В ходе работы было раскрыто понятие «управление персоналом», были определены цели, рассмотрены основные сегменты в теории управления персоналом. В анализе рынка кофеен были обозначены основные тенденции развития кофейного рынка России и Екатеринбурга, в частности. Благодаря изучению и анализу вышеизложенного материала можно подвести итоги об изучаемой компании «Французский Пекарь». Система управления персоналом в компании отвечает внешним рыночным и внутренним организационным вызовам. / Human resources management is the establishment of organizational, economic, social, psychological and legal relations between a subject and a management object in order to obtain high-quality personnel. Using the example of the French Baker organization, we can trace how the coffee market develops over time and how the personnel management strategy changes when scaling. The object of study of this final qualification work of the master is personnel management in catering. Subject of study - restaurant staff. The purpose of the study is to identify features and problems in working with personnel at public catering enterprises and to analyze personnel management technologies at public catering enterprises using the example of the French baker coffee shop network. Based on the goal, the following tasks are solved: the disclosure of the concept of “human resources management” and its goals, consideration of the theoretical foundations of the personnel management system at public catering establishments, to analyze the coffee market in Russia and Yekaterinburg in particular, and to study the organization of the personnel management system in the “French Coffee House Baker". In the course of the work, the concept of “human resources management” was revealed, goals were defined, the main segments in the theory of personnel management were considered. In the analysis of the coffee market, the main trends in the development of the coffee market in Russia and Yekaterinburg, in particular, were identified. Thanks to the study and analysis of the above material, you can summarize the studied company "French Baker". The personnel management system in the company meets external market and internal organizational challenges.

<p>Using a social exchange perspective I develop a relationship typology based upon an organizational member’s psychological investments, or “side bets,” in his or her organization. This study thus examines, for the first time in the employee-organization exchange relationship (EOR) literature, the combined impact of perceptions that organizational members have with respect to their perceived social and economic investments in their organization. Specifically, outcomes of four unique EOR profiles are examined: “loyalist” (high social, high economic); “altruist” (high social, low economic); “captive” (low social, high economic); “mercenary” (low social, low economic). In a matched sample of 334 working professionals (167 employees matched with their corresponding supervisors), the hypotheses of this study are largely supported. Altruists are highest in their perceptions of organizational support, followed in descending order by the loyalists, mercenaries, and captives. Also as predicted, altruists are highest in affective commitment, followed in descending order by the loyalists, captives, and mercenaries. In terms of continuance commitment, contrary to prediction, loyalists have the highest levels of continuance commitment; however, as predicted, captives have higher levels than altruists and mercenaries. Altruists, as predicted, have the highest level of OCB, followed in descending order by loyalists, mercenaries, and captives. Finally, as predicted, mercenaries have the highest level of task performance followed in descending order by altruists, loyalists, and captives. Theoretical and practical considerations of these findings are discussed.</p> / Doctor of Philosophy (PhD)